Management styles, mediating variables, and stress among HRD professionals

Abstract

This exploratory study examined the relationship between management styles, selected potential mediating variables, and employee stress levels. Members of a human resource professional organization who worked in business and industry were randomly selected and asked to complete five survey instruments. Variables included stress level, certain personality and demographic characteristics, and the perceived management style of their managers. Significant differences in employee stress levels were found between the management styles. Different combinations of the mediating variables predicted stress in each of the management styles. In addition, when management style was included as a predictor variable, it was the biggest predictor of stress. The relationship between management style and employee stress level has implications for today's HRD practitioners.

Perceived Stressful Work, Citizenship Behaviour and Intention to Leave the Organization in a High Turnover Environment: Examining the Mediating Role of Job Satisfaction

“…Lind and Otte (1994) note that in an organizational context, stress embodies a cost for both employers and employees. Each loses out.…”

The right relationship is everything: Linking personality preferences to managerial behaviors

“…The potential impact of individual personality dispositions and preferences on workplace behavior and effectiveness has reemerged in the last decade as one of the more significant research topics from a general social psychological perspective (Goldberg, 1993;Mischel, 1990;Snyder and Ickes, 1985), as well as from applied industrial-organizational (I/O) and related organization development (OD) and HRD perspectives (for example, Barrick and Mount, 1991;Church and Waclawski, 1998a;Furnham and Stringfield, 1993;Hogan, Hogan, and Roberts, 1996;Lind and Otte, 1994;Roush, 1992;Van Eron and Burke, 1992).…”

Individual Differences on Job Stress and Related Ill Health

“…Taking only between one to three days for sick leave can be explained with the fear from lower salary or risk of being dismissed from work. On the other hand median number of days for sick leave as a result of workplace anxiety, stress, and related disorders among U.S. workers was 25 days [48]. In a study of multi-site employee population, healthcare expenditures for employees with high levels of stress were 46% higher than those for employees who did not have high levels of stress [49].…”